The picks
- Spidergap — Best standalone dedicated 360 tool (no HRIS required)
- Lattice — Best if you also want integrated performance management
- Culture Amp — Best for enterprises that want 360s and engagement surveys on one platform
- EchoSpan — Best for coaches and single 360 projects (pay per review)
- SurveyMonkey — Best budget option for small scrappy teams
#1 Pick
Spidergap is our top pick because it’s clearly focused on 360-degree feedback without endless add-ons around goals, engagement surveys, and 1:1s.
It’s the tool people in our community run when they already have an HR system and just need to run a feedback round. Over 3,000 organizations in 134 countries use it, including plenty of coaches and consultants running 360s for clients. You pay per person you collect feedback about, not per seat, so raters cost nothing and unused licenses carry over.
Why I picked this
Spidergap users say the same three things about the tool: it’s affordable, the questionnaire is easy to customize, and support answers quickly. The typical Spidergap customer landed here after a big platform quoted them silly money for something they run once or twice a year. Plenty of them came from an HRIS that technically had 360s built in and was simply too painful to run them on.
The anonymity controls are the part I’d actually pay for; this is hard to get right and often underbaked in 360 tools. You can require a minimum number of responses before results show, so a team of two doesn’t reveal who said what. You can set different anonymity levels per rater group. The one gap admins mention is that the admin can still see who said what. That’s true of nearly every tool, but obviously worth knowing if you’re the one running it.
The first assessment is free with no credit card. You can run a real 360 before you talk to anyone.
The tradeoff: reports. They’re clean and people like them, but they aren’t very customizable. Teams that want branded reports or their own chart styles end up exporting the raw data and rebuilding it themselves. Showing growth from the start of a program to the end is another common ask that isn’t quite there yet. If you need before-and-after comparisons or custom reports, you’ll be doing that in a spreadsheet.
To summarize: Spidergap won’t replace anything else in your stack. It runs 360s, hands you a solid report, and gets out of the way. For most teams reading this, that’s the whole job.
Key features for 360 feedback
- Per-recipient licensing: Pay for the people reviewed, not every rater
- Validated questionnaire templates: Start fast with proven frameworks
- Anonymity safeguards: Minimum response thresholds, configurable visibility
- Self-service reporting: Employees access their own results
- Coaching integration: Export results for development conversations
Skip this if…
- You want 360s integrated with performance reviews. Spidergap is standalone only
- You need branded reports or before-and-after comparisons. You’ll be rebuilding charts by hand
- You want one platform for all HR. Look at Lattice or your existing HRIS
- Your team is under 10 people. 360s don’t work well at small scale
#2 Pick
Lattice is the default for mid-market companies (50-1000 employees) that want 360s as one piece of a performance system. Goals, reviews, engagement surveys, 1:1s, and 360s live in one place, and your people learn one tool instead of five.
The 360 module is solid. Custom competency frameworks, control over who reviews whom, and separate visibility settings for managers, employees, and HR.
Why I picked this
The people we’ve spoken to about Lattice really like it. HR leads who’ve run several performance platforms tend to rank it first, and at 100-200 employees the price feels fair for what you get. The consistent praise is flexibility. Compared with Culture Amp, which has one set-in-stone way of doing things, Lattice lets you set up cycles the way your company already works.
Integration is another key selling point for Lattice. Your 360 results sit next to self-assessments, OKRs, and development plans, so a manager preparing a review sees the whole picture without exporting anything. The UI is clean enough that people actually complete the surveys, which I can vouch from experience is half the battle on some teams 😂.
Now the complaints, because there are real ones. You can’t edit questions once a review cycle is live. Releasing results is a manual slog if you don’t want everything going out at once. Some org-level settings are locked, so review templates are less customizable than the sales demo suggests. Reporting dashboards are rigid. And it’s a lot of product. Expect the first few weeks to feel overwhelming.
Lattice dropped its HRIS and payroll
Lattice shut down its HRIS and payroll modules in July 2026 to focus on performance, engagement, and goals, the parts covered in this review. If you wanted Lattice as your HRIS too, that's off the table. It now integrates with Workday for that instead.
Updated September 16, 2026.
The tradeoff: Lattice requires a sales call and a $4,000 minimum annual commitment. You can’t sign up and run a 360 tomorrow.
The honest answer: Lattice is overkill if you just want to run 360s. It’s the right call when you want them inside a full performance system and you’ve made peace with the price.
Key features for 360 feedback
- Customizable competencies: Build your own framework or use templates
- Flexible visibility settings: Control who sees what (manager, employee, HR)
- Multi-rater workflows: Peers, managers, direct reports, cross-functional partners
- Development planning: Connect 360 insights to growth goals
- Trend tracking: See how feedback changes over review cycles
Skip this if…
- You just need standalone 360 assessments; you’re overpaying for platform features
- Your budget is under $4,000/year. Lattice won’t negotiate below the minimum
- You want to start today. The sales process takes time
- You need to change questions mid-cycle. Once a review is live, it’s locked
- You wanted Lattice as your HRIS too. That product is gone after July 2026
#3 Pick
Culture Amp is the enterprise play, and the honest framing is this: nobody buys it for the 360s. They buy it for the engagement surveys, the survey science behind them, and benchmarks against thousands of other companies. The 360s come along for the ride, and they’re good. You nominate raters upward, downward, and across, person by person, and the AI summarizes the open-text comments. But if 360s are all you need, the price makes no sense.
Three tiers: Self-starter (25-200 employees), Standard (200-1000), Enterprise (1000+). The feature set scales with company size and complexity.
Why I picked this
Two things draw people in. First, the engagement product. Culture Amp started as a survey company, its templates were written by organizational psychologists, and its benchmark pool is big enough to tell you whether a 68% score on manager trust is good or bad for a 1,500-person tech company. Second, the manager effectiveness survey: direct-report feedback on managers, benchmarked against other companies. Neither Lattice nor the standalone tools do that, and it’s included with the survey products rather than sold as an add-on.
The 360s themselves are solid rather than special. Self versus rater comparisons, flexible rater nomination, and AI summaries of comments, which is a real time-saver when you’re reading 40 comments per person. Boards run CEO 360s on it. If your company is already on Culture Amp for engagement, running 360s there is the obvious call. The org chart and reporting lines are loaded, and employees already know the interface.
Where it gets mixed: the admin experience. Culture Amp is baked, meaning there’s one way to do things, take it or leave it. Admins describe the cycles and dependencies as overwhelming, every task spawns its own reminder, and importing participants isn’t obvious without the help docs. The performance module still lags the survey module, which is where Culture Amp started. And the price comes up a lot.
The tradeoff: enterprise prices for enterprise features. Self-starter runs around $9/user/month, but Enterprise can be $43k-74k a year for 1,000+ employees. If you don’t need the engagement side, you’re overpaying for it.
Fair warning: this is a platform sale. Expect a multi-week procurement with demos, a security review, and contract negotiation. Nobody spins up Culture Amp in an afternoon.
Key features for 360 feedback
- Industry benchmarking: Compare manager effectiveness and engagement surveys to peer companies
- Advanced analytics: Slice data by any employee attribute
- Competency modeling: Build sophisticated multi-level frameworks
- Science-backed methodology: Templates designed by I/O psychologists
- Action planning: Convert insights to tracked development goals
Skip this if…
- You’re under 200 employees; the complexity isn’t worth it
- Your admin team is one person. The setup and cycle management are a lot to run solo
- You need quick implementation. Culture Amp has a learning curve
- Budget is tight. Enterprise pricing reflects enterprise features
- You just want simple 360s. Too much tool for basic needs
Honorable mentions
#4
EchoSpan is the other pure-play 360 tool worth your time. It does 360s and nothing else, and it’s built for people who run them as projects: leadership coaches, consultants, and HR teams doing one round rather than a permanent program. Buy reviews one at a time or license companywide on an annual plan.
Two things keep customers loyal. Flexibility: you can change rater groups, rating scales, and report templates in ways Spidergap doesn’t allow. And support, which users rank above almost any vendor they deal with. The complaints are consistent too. It’s technical on the back end, the learning curve is real, and it costs more than the alternatives.
The catch: exact pricing sits behind a quote calculator, and companywide plans add a $1,500/year support fee unless you buy 100+ licenses.
Choose this if: You run 360s for clients or a one-off project and want to pay per review, or you need survey logic and an API that Spidergap doesn’t offer.
Skip it if: You want a price on the website before talking to anyone. Spidergap publishes its pricing and is simpler to run.
#5
SurveyMonkey
- Free tier available (limited)
- From $25/month for Team Advantage
- Not purpose-built for 360s
SurveyMonkey is what people reach for when they don’t want to buy 360 software at all. It’s the usual middle ground between a Google Form and a real tool, and for a small org running one assessment a year, that’s fair.
The free tier caps at 10 questions and 40 responses, so you’ll be on Team Advantage at $25/month for anything real. You get skip logic, branching, and analytics that look presentable in front of a board.
Still not built for 360s. No competency frameworks, no automated rater workflows, no minimum-response thresholds. For occasional assessments at a small company, it works. Once you’re running them every cycle, the manual collation will cost you more than Spidergap does.
Choose this if: You want a cheap survey builder for occasional 360s without the commitment of dedicated 360 software. Good middle ground for teams of 20-75.
Skip it if: You need real 360 features like anonymity thresholds, calibration, or trend tracking. At that point, Spidergap’s per-recipient pricing may cost less than fighting SurveyMonkey’s limitations.
How to choose
Choose Spidergap if you already have an HRIS and just need to add 360 capabilities. You pay per person reviewed, not per seat, and the first assessment is free. Best for periodic assessments at mid-sized companies.
Choose Lattice if you’re building a complete performance management system and want 360s integrated with goals, reviews, and engagement. The $4k minimum makes sense for 50+ employee companies investing in their people stack.
Choose Culture Amp if you’re an enterprise team that wants engagement surveys with real benchmarks and 360s on the same platform. Worth the premium if you’ll use the survey side. Not worth it for 360s alone.
Choose EchoSpan if you’re a coach or consultant running 360s for clients, or you have a single project and want to pay per review. More configurable than Spidergap, but pricing is quote-based.
Choose SurveyMonkey if you want a cheap survey builder for occasional 360s but aren’t ready for dedicated 360 software. Good middle ground for teams of 20-75.
Already have an HR platform with performance features? Check if your existing HR tool includes 360 capabilities before adding another system. Many HRIS platforms offer 360s as add-ons.
The decision tree:
- Just need standalone 360 assessments? → Spidergap
- Need 360s integrated with full performance management? → Lattice (mid-market) or Culture Amp (enterprise)
- One project or running 360s for clients? → EchoSpan (pay per review)
- Small team, tight budget? → SurveyMonkey (cheap)
- Under 20 employees? → Consider if 360s make sense at your scale. Self-assessments may be enough
What is 360-degree feedback?
360-degree feedback collects input about an employee’s performance from multiple perspectives: managers, peers, direct reports, and sometimes external partners. Unlike traditional top-down reviews where only your manager rates you, 360s give a fuller picture by incorporating viewpoints from everyone you work with.
The “360” refers to the full circle of feedback: from above (manager), beside (peers), and below (direct reports). Some organizations add self-assessment and external feedback to complete the picture.
360s work best for:
- Leadership development and coaching
- Identifying blind spots in self-perception
- Building feedback culture
- Calibrating how employees rate themselves against how others see them
They don’t replace performance reviews. They supplement them with richer data about how someone shows up across different working relationships.